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HR Report 2019 Benefits Changes EyeMed that will begin on January 1. EyeMed provides discounts and benefits to employees on hardware related to glasses or contacts. This benefit provides staff and their families comfort by allowing them to see the world more clearly, and offers discounts and benefits that provide employees with financial relief they would not experience if they weren’t part of a larger, group plan. Another pillar of our 2019 well-being program is financial well-being. Despite the challenges we face every day as a non-profit with tight budgets, staffing challenges, and economic pressures, Nexus has continued to offer several free benefits. We continue to offer free employee-only medical coverage on the high-deductible health plan (HDHP), and we added a health savings account (HSA) with an employer contribution for 2019. With the addition of the HSA, we are able to offer a vehicle for employees to save for health expenses now, in a few years, or during retirement, because the HSA goes wherever the employee goes. Besides the HDHP with the HSA, Nexus continues to offer basic life insurance, short-term disability, and long-term disability, at no cost to employees. Also new in 2019, is the paid adoption/foster care or other parent benefit that provides short-term disability income relief to employees or other birth parents who adopt or foster one or more child. We are proud to support our staff and their families with a program that supports our mission and provides much-needed financial respite. This program will allow families to focus on bonding during the first stages of adoption or foster care, in what can be an exciting, but profoundly impactful family event. Now that you’ve had a chance to enroll in your 2019 benefits and have seen some of Jennifer McIntosh Chief Human Resources Officer the exciting additions for next year, let’s talk about how we decided on these changes and how they fit in with our focus on well-being. Earlier this year, we conducted a well-being survey to learn more about our staff’s areas of interest around the topic. From that survey, it became clear that we needed to focus on more than just physical wellness; our staff wanted to focus on the whole person. Other areas of well-being interest included financial, professional, and emotional wellness. Omada — a program that works with those at risk of type 2 diabetes and cardiovascular disease — is already in progress and taking applications. We decided to add this convenient, interactive option for qualifying members of our Blue Cross Blue Shield plans and their enrolled adult family members to help employees meet their personal wellness goals. So far, we have 46 accepted applicants. Since Omada reaches more than the just the employee, we are hoping the program will positively impact employees’ emotional well-being, as well as their physical well-being. As family members enroll in the program, employees will become more engaged both at work and at home, resulting in an optimistic outlook for both their physical and emotional health. One message from the survey that we heard loud and clear was that our employees are interested in vision coverage. At open enrollment, we introduced coverage through 3 | NOV/DEC 2018


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